Affirmative action in Australia – employment statistics can′t tell the whole story

Datos Bibliográficos

ID19448223
AutoresAlison Sheridan (0009-0001-1736-3647, University of New England, autor de correspondencia), Alison J Sheridan
Año1995
Volumen10
Número2
Páginas26-34
Fecha de publicación1995-03-01
Peer ReviewedSí
Open AccessSí
TipoARTICLE
RevistaWomen in Management Review (JOURNAL)
Identificadores de la revistaISSN: 0964-9425 • E-ISSN: 1758-7182
EditorialEmerald (PUBLISHER)
DOI10.1108/09649429510084612
OpenAlexW2005084331
IdiomaEN
Citas recibidas6
Referencias citadas4

The Affirmative Action (Equal Employment Opportunity for Women) Act 1986, requires all private sector employers in Australia with more than 100 employees to report annually on programmes they have developed to improve women′s employment opportunities. A criterion sampling approach was used to identify organizations whose public reports to the Affirmative Action Agency in 1992, contained at least some evidence of affirmative action programme development. There were 288 organizations identified in this way. The employment profiles of these 288 organizations for the period 1991‐1993 are compared with a random sample of another 288 organizations reporting to the agency over the same period. There are no clear conclusions which can be drawn from the employment profiles. What does emerge from the analysis is that simple quantitative measures of the effects of affirmative action are clearly inadequate to capture women′s employment experiences

Affirmative action · Demographic economics · Economics · Labour economics · Political science · Population · Private sector · Public relations · Public sector · Simple random sample · Social science · Sociology · Demography · Education Systems and Policy · Gender Diversity and Inequality · Labor Movements and Unions · Law